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Attention to detail is a good leadership skill. But there is a thin line between ensuring teams are performing well and micromanagement. And it can be easy for leaders to slip into the latter and become control freaks without even realising it. So, how can leaders identify that they are micromanaging?
Workplace complacency is a danger for all organisations. Some call it a ‘disease’. Others as ‘fat’ or the ‘enemy’. Whatever language we use to describe it, it is clear that complacent workers can impact a team’s success. But how can leaders identify complacency in their teams? And how can they tackle it?
Corporate culture, data culture, company culture, employee culture – the use of the words seems to grow almost by the day. All of these things can be crucial. But, arguably, the most important – and one that underpins many of the other workplace uses of the word – is coaching culture. But what exactly does it mean? Why should you create one, and how difficult is it to implement?
There is often confusion surrounding business coaching and mentoring. People tend to think they are the same thing. There are even organisations that use the terms interchangeably. But business coaching and mentoring are different. And it is crucial the differences, as well as the benefits of each approach, are understood, so leaders are clear on the best way to develop their people.
The role of leaders is changing. They are increasingly expected to be less instructional and directive. Instead, they need to be more supportive with a greater focus on interpersonal skills. In short, employees now want their leaders to be coaches. Here are six reasons why it is time for your leaders to adopt a coaching style approach to leadership.
Whatever the outcome of Euro 2020, there are lessons the England boss can teach us about leadership. To understand the reasons behind his success and the leadership skills others can learn from him, I sat down for a chat with Tienie Loubser, The BCF Group's learning and development director.
Chances are you have been served a feedback sandwich at some point. It is a way of making constructive or negative feedback more appetising for the person receiving it, by layering it between two layers of praise. It may be well-intentioned, but it is also flawed, and is not an approach we would recommend.
You don't have to search too hard to find scare stories of job-stealing robots. Other views suggest the technology will help us and make our jobs better. So how can managers and leaders stay ahead of the drive for greater automation? Tienie Loubser, our learning and development director, believes the answer lies in people skills.
While officially people who can work from home are still advised to do so, it seems many are already going back to the workplace. But the ‘return to the office' conversation is unlikely to be straightforward. So, what steps should managers take to prepare their workers to return to the office?
As more of us now begin to gradually return to the office, at least for a few days a week, some of our old ways of working are beginning to return. But it seems clear that the virtual meetings that have played such a crucial role in keeping us all connected during the pandemic are here to stay. With this in mind, how can managers ensure all voices are heard during virtual meetings?
Manager burnout is becoming an increasingly common problem organisations are facing. In fact, it increased by 78 per cent during the past year, with all the challenges brought by the pandemic. So, what can managers do to help themselves? How can they prevent themselves from joining those who are already suffering from burnout?
Managing a remote team can be complex even without a pandemic entering the mix. But doing it when everything around us is in turmoil increases those complications. Delegation skills are something we cover on our business coaching and management courses and we have put some of the advice from that training into this blog.
How are you finding managing your teams remotely? We are now around a year into this huge home working experiment and a return to ‘business as usual' any time soon appears unlikely. So, this feels like a good time to take stock and consider how we are doing remotely and what could be improved. Here are our tips for developing your virtual leadership skills.
The best part of 12 months on and most people continue to work from home as offices around the country – and the rest of the world - remain shut. Whether or not you are experiencing productivity gains or are simply concerned about whether current levels can be maintained against a backdrop of continuing uncertainty about so much of life, there are steps managers can take.
Giving feedback has become more challenging during the past year as remote working removed some of the meaningful access leaders have to their teams. So, we have put together some tips from our business coaching and management training courses to help your leaders give quality feedback remotely.
Video conferencing has been a lifeline over the past year as we all moved to working remotely. But 12 months on and people are increasingly talking about ‘Zoom fatigue'. The problem is Zoom remains a crucial tool we are going to continue to depend upon as the office remains shut. So, how can you help your teams cope with Zoom fatigue?
The BCF Group have evolved from the Business Coaching Foundation, which was established in 2001. We have leadership development and business coaching at our core. Having representation from global learning leads, executive coaches and talent development specialists, we deliver accredited people development programs.
Find Out MorePlease see below for some related courses and qualifications which you may be interested in:
The ILM Level 7 Qualifications for Senior Level Coaches and Mentors are designed for senior leaders/managers (or those working in a training and development role) who are regularly coaching or mentoring at a senior level.
It is for those executive coaches who wish to accredit, validate or enhance their skills with an internationally-recognised executive coaching qualification.
Based on our extensive work and experience with leaders, both in the private and public sectors, this ILM Level 5 Coaching and Mentoring programme has been designed to develop the capability of leaders to positively impact the performance of individuals and teams.
This programme has been created to sharpen a leader's skills - enabling them to balance control, commitment and empowerment through productive conversations with individuals and teams.
This two-day accredited management training programme brings together the key leadership skills you need to be an effective manager so you can return to the workplace, deliver tangible results and help your teams reach their full potential.
It covers problem-solving, decision making, workplace communication and leading, and motivating teams effectively, among much more.
This course has been designed for those who are new to management or who are about to take up a management position.
Run over a single day, the course covers a wide range of topics to give new and inexperienced managers a good understanding of the foundations needed to begin their journey as a manager.
It includes modules on communication, managing your team, managing yourself, delegating, setting objectives, planning and personal development.
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